2. London Branch Annual General Meeting 17th May 2011

3. APM London Branch - Is a large vibrant community of professional programme and project managers from all sectors - Provides frequent opportunities to attend seminars, networking and social events in London - Collaborates with other professional bodies in London to offer the widest range of opportunities for members - Has an active committee keen to involve you and listen to your views

4. Agenda  Chairman’s report  Treasurer’s report  Election of Officers and Committee  APM update and progress report

5. Chairman's Report and overview 2011 APM London Branch John Chrastek

6. Scope of London Branch  APM Membership in London 1973 (1801 FY 2010)  Corporate membership in London 103 (97 FY 2010)  8 HEIs in London offering PM

10. London Branch Events 2010/2011  The Branch held 12 events over the past year  Average attendance 60 delegates  Future events will give level of competence and interlink to BoK reference  Future events will have a grading of Introductory or Experienced

11. London Branch Questionaire  Over 200 responded to the questionaire  Committee has taken a conservative view of the responses and has made several changes including different venues and start times  Winners of the draw will be notified in due course with a list of the winners being entered on the website

12. Challenges for 11/12  Committee continuity proving an advantage  Wider engagement of HEIs including University Project Challenge  Get it right for quality generic PM events – Good attendance figures  More joint events with other professional bodies  More use of free venues, eg from corporates and HEIs

13. Treasurer’s Report  Annual gross budget = £15,904  Budget income = £2,200  Annual Net budget of =£13,704  Actual expenditure = £11,506  Actual income = £2,505  Actual Net spend = £9,001  Total under-spend = £4,703

14. Election of Officers and Committee  Chairman – John Chrastek  Treasurer – Kevin Read  Secretary – Simon Firth  Members - John Laird, Laura La Grutta, Dilip Dholiwar, Anna Bohuszewicz, Graham Collins Ian Scott Murray

15. APM General update and progress report  Launch of APM RPP very successful with several roadshows being held around the country  Events now reflect BoK reference  Membership is continuing to grow at a steady pace

16. APM individual members at 8 April 2011

17. 3 key messages remain unchanged: 1.APM remains committed to gaining chartered status; 2.APM has not allowed the delay in the progress of its application to dent the momentum of activity around increased professionalism; and 3.APM launched APM Registered Project Professional on 1 March 2011.

18. Working with volunteers APM London Branch AGM - 17 May 2011

19. What is a “volunteer”? “A person who voluntarily undertakes, or expresses a willingness to undertake, a task or provide a service, generally without financial remuneration.”

20. “Volunteers are our most valuable resource”  In APM we rely heavily on the expertise and commitment of our volunteer community for: –development of project management profession –effective delivery of our wide-ranging services and activities

21. Nichols  Our vision: “irresistible creativity to inspire and change the world”  Our staff really want to make a difference  Encouraged to select and assist charities  Nichols Foundation

22. Five charities selected  Action for Children  Chiswick Kitchen Garden  Citizen Foundation  NSPCC  Princes Scottish Youth Business Trust

23. Our volunteers helped  Corporate strategy (AFC)  Business case support (Chiswick)  Project management (Chiswick)  Financial support eg 10k team run (NSPCC)  Volunteering, environment and fun (Chiswick)  Coaching and mentoring (PSYBT)

26. Huge competition for volunteers  Professional bodies  Charities  Youth clubs  Sports organisations  Coaching  Churches  Politics  “Big Society”

27. Many opportunities in APM  Become an officer  Attend Branches and SIGs  Participate in other events, blogs etc  Help develop knowledge (eg BoK)  Join committees (eg BSI, ISO, IPMA)  Judge awards  Liaise with other bodies organisations

28. How many active in APM?  Mailing list of Volunteers’ Newsletter: 400+  Refresh initiative for Body of Knowledge 6th Edition has benefitted from 1,000+  Not all active APM volunteers are members!

29. Trends  How are volunteers and their interaction with the organising body changing?  Implications of changes coming - eg younger generation (Generation Z)  Securing their continuing commitment

30. 3Rs Working Party  Working Party to consider recruitment, retention and recognition of volunteers?  Conducted survey of volunteers  Good response (19%)  Branches well represented (> half)

31. Volunteer satisfaction  Generally good - 80% rated >4 out of 5  Small differences according to area of volunteering  “Enjoyable and interesting” - Board (4.50), Branches (4.18), SIGs (4.04)  “Overall positive experience” - Board (4.14), Branches (4.13), SIGs (3.88)  “Intend to continue” volunteering - Board (4.50), SIGs (4.19), Branches (4.10)

32. Why volunteered originally  Personal development  Philanthropic  Desire for recognition  Curiosity  Commercial opportunity  Career progression Lack knowledge of how to volunteer for new roles 67% actively recruited – presents big opportunity

33. Training  Less enthusiastic response – scored only 3/5  Not surprising – induction and training is virtually non-existent!

34. Recognition  79% felt they had been recognised  86% felt appreciated  Most just want a personal “thank you”!  Other suggestions: –Fellowship –Named in publications –Meal –Token (eg pen)  Less clear how to volunteer for new roles.

35. Conclusions from survey  Reasonable level of satisfaction  Most intend to continue and willing to undertake leadership role in future  Areas for improvement: –Training –Recognition –Communication  Plan to act on all of these.

36. So, what should we do?  Establish volunteer’s charter  Devise more ways of recruiting volunteers  Introduce induction and training programme  Develop succession planning  Give more recognition  Conduct annual survey

37. Questions for discussion  Can we define the ideal volunteer?  If so, how can we attract, select and develop them?  How can we use them to best effect?  Can we learn from how other organisations do it?  How can we increase the number of volunteers?